Case Studies
Engineering Supplies Firm
Instructional Design Steps | Training Plan |
1. Initial Consultation | Discovery call between a HR Officer and an Aptitude Management representative discussing challenges faced by the company. |
2. Determine Skills Gaps | Managers and supervisors requiring improvement to their communication skills, including delivery of adequate feedback to staff. No clear strategy for managing performance and a need for leadership development was further identified. |
3. Training Objective and Strategy | To provide face-to-face training addressing current skills gaps and encompassing units on:
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4. Training Design | Recommendation that a modified course program targeting identified skills gaps be delivered. |
5. Develop Evaluation Process | Completion of a skills gap analysis form by course participants rating competency levels before and after training. Detailed feedback from HR regarding training objectives and what improvements were observed post-training. |
6. Course Delivery | The course was delivered over 2 consecutive days onsite and further reinforced with post-workshop coaching sessions. |
7. Program Outcomes | Objectives of training were successfully met by clear observation of the following areas:
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Product Design Company
Instructional Design Steps | Training Plan |
1. Initial Consultation | Discovery call between GM and an Aptitude Management representative discussing challenges faced by the company. Management team are still growing into their roles and spend too much time in the GM’s office asking for advice on how to deal with common day-to-day issues with staff. |
2. Determine Skills Gaps | Managers requiring clearer definitions of what their individual roles and responsibilities entail and what requirements they have to independently deal with staff issues. Confidence and assertiveness could be improved as well as strategies for problem solving and decision making. A general understanding of different behaviour styles between team members would be of further benefit. |
3. Training Objective and Strategy | To provide face-to-face training addressing current skills gaps and encompassing units on:
|
4. Training Design | Recommendation that a modified course program targeting identified skills gaps be delivered. |
5. Develop Evaluation Process | Completion of a skills gap analysis form by course participants rating competency levels before and after training. Feedback to be received from GM regarding noticeable behavioural changes in management team observed post-training. Noted improvements in staff performance and productivity due to enhanced management skills of course participants. |
6. Course Delivery | The course was delivered onsite over 1 day and further reinforced with post-workshop coaching sessions. |
7. Program Outcomes | Objectives of training were successfully met by clear observation in the following areas:
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